U.S. Plan Administrators begin strategy sessions for the 2026 plan year in the coming months. Now might be the time to consider a new way to find balance between employees wants or needs and what your plan may be financially able to do. Lifestyle accounts may not solve every challenge but it is a tool that may propel your plan forward in meeting varied needs & wants with balance.
Companies across industries are increasingly turning to Lifestyle Benefits to enhance their employee offerings, recognizing the need for flexible, personalized support. With a diverse workforce spanning different locations and work arrangements, organizations are leveraging benefits platforms to provide employees with customizable perks that go beyond traditional compensation. By integrating Lifestyle Benefits, businesses may address the unique needs of their teams, from wellness programs to communication
stipends and charitable giving initiatives, all while staying competitive in today’s talent- driven market. Companies utilizing these strategies report higher engagement and satisfaction levels, as employees feel more valued and supported in their personal and professional lives.
One example of a company leading in this space is Allbirds, which has implemented a range of Lifestyle Benefits through Forma to meet the evolving needs of its workforce. Their flexible spending accounts—designed for wellness, connectivity, and philanthropy—have resulted in a 72% engagement rate and a 97% customer satisfaction score (Lee). However, Allbirds is not alone in this approach. Many organizations are adopting similar strategies, recognizing that providing employees with adaptable, easy-to-use benefits not only boosts retention but also streamlines administrative processes. The shift toward Lifestyle Benefits signals a broader trend in HR strategy, emphasizing personalization and employee empowerment as key drivers of workplace satisfaction and success.
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Stephanie Chiodi, CEBS